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A Shift in Work Life Balance

A Shift in Work Life Balance. 1980s – characterised idea that lunch was for wimps 2001 – quality of working life had got worse 2001 – notion of downshifting appeared Growing importance of work life balance. Drivers for Work Life Balance. Demographic make up of potential work force

bradley-crosby
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A Shift in Work Life Balance

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  1. A Shift in Work Life Balance • 1980s – characterised idea that lunch was for wimps • 2001 – quality of working life had got worse • 2001 – notion of downshifting appeared • Growing importance of work life balance

  2. Drivers for Work Life Balance • Demographic make up of potential work force • Changing social roles • Changing responsibilities of organisations • Legislative pressures • Increasing numbers of women in the workforce

  3. Impact of Family Friendly Law • Working Time Regulations • Rights to ante natal care • Rights to maternity leave • Rights to maternity pay • Right to parental, paternal, and adoption leave • Time off for dependants • Right to request flexible working

  4. Types of Maternity Leave • Ordinary maternity leave (OML) • Compulsory maternity leave (CML) • Additional maternity leave (AML)

  5. Maternity Pay • Statutory Maternity Pay (SMP) paid through payroll to those entitled to receive it • Those who do not qualify for SMP have to claim state maternity allowance from the Benefits Agency

  6. Parental, Paternity & Adoption Leave • European law gives parents the right to take up to 13 weeks unpaid leave during first 5 years of child’s life or adoption • Only applicable to employees who have completed a year’s continuous service • Purpose of leave is for caring for child • Multiple births give multiple rights

  7. Time Off For Dependants • To provide assistance when a dependant is ill, gives birth, or is injured • To make arrangements for the care of a dependant • On the death of a dependant • Due to unexpected disruption or termination of arrangements for the care of dependants • To deal with an incident involving a child when at school

  8. Who are Dependants? • Spouses • Children • Parents • People who live in same household who rely on employee when they are ill

  9. Flexible Working • Right to request flexible working perhaps the most significant family friendly measure • Regulations set out procedures which require parents to write formally to their employer requesting change in terms and conditions

  10. Reasons Why Employers Can Turn Down Requests (1 of 2) • Burden of additional costs • Detrimental effect on ability to meet customer demands • Inability to reorganise work among existing staff • Inability to recruit additional staff

  11. Reasons Why Employers Can Turn Down Requests (2 of 2) • Detrimental impact on quality • Detrimental impact on performance • Insufficiency of work during the periods the employee proposes to work • Planned structural changes

  12. Debates About Family Friendly Legislation • Employer associations are resisting some mooted changes – revolving around costs • Growing discontent from those who do not have families • Some feel that too much regulation can hinder women’s employment • Others feel such measures needed to provide gateway for parents to combine their responsibilities

  13. Options for Achieving Work–Life Balance Table 32.1  Options for achieving work-life balance

  14. Benefits of Work–Life Balance • Can reduce absence • Raise morale • Increase levels of job satisfaction • Increase levels of performance • Employees are less tired so work more effectively

  15. Problems With Work–Life Balance • Take up • Manager’s role in implementing work–life balance • Limits on access

  16. Take Up • Demand much greater than current take up • Some organisations set financial limits for such practices to be viable • Policies and some line managers may limit access • Some requests are dealt with more favourably than others • Perception that work–life balance is ghettoised • Can cause alienation

  17. Manager’s Role • Managers can be the main barrier to introducing and implementing work–life policies • Pressure on managers to be fair • Manage workers who may not be visible • Manage flexibility • Shift in the way they measure staff

  18. Limits on Access • Work–life balance is not open to all • Option to work from home is usually the privilege of the highly educated • Whilst more women work at home, more men have the choice to work at home • Work–life balance is not for the lower paid

  19. Summary • There are many drivers for work–life balance initiatives • Legislation encourages employers to support work–life balance • Emphasis is on family friendly measures • Work–life balance policies are generally focused around hours worked and where they are worked • Work–life balance initiatives can increase job satisfaction and commitment to work • Barriers to work–life balance need to be managed

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